In Wills & Estates

Seventy percent of private company owners aim to pass on their business soon, yet merely 9% of Canadian business owners have a formal, written succession plan. Many business owners must begin giving more importance to succession planning.

As entrepreneurs move forward, preparing for a smooth transition of their enterprise to the next generation or a selected successor is important for the business’s ongoing success. It’s not just a backup plan but a strategic necessity that demands careful thought, thorough preparation, and a clear grasp of the legal and financial consequences. This is also where you need a reliable wills & estates lawyer

Business Succession Plan   

What happens to your favourite family-owned business when the owner decides to step down? 

That’s where succession planning comes in. It’s basically a roadmap for a smooth handover of the company, ensuring the business keeps thriving.

Here’s what successful succession planning aims for:

Business as Usual The change in ownership shouldn’t disrupt daily operations.
Continued Success The business keeps growing and achieving its goals.
Prepared Successor The new owner is ready to lead on day one.
Happy Owner You get a fair price and minimize taxes on the sale.


Ownership transfer has three main paths: family, employees, or outside buyers. Choosing the right one is the first step. But what if no family member or employee is interested? That’s why planning early is key.  

Types of Succession Planning 

Succession planning can take various forms tailored to each family-owned business’s unique needs and circumstances.


Type Description
Family Succession Involves transferring ownership and management control to family members, often across generations. 
Employee Buyout Enables key employees or management team members to acquire ownership stakes through a buyout arrangement. 
Third-Party Acquisition Involves selling the business to an external buyer, such as a competitor, investor, or private equity firm. 

Family Succession 

Selecting the right successor is important in succession planning, especially involving family members. Some owners may find it easy if they have a child who has worked in the business for years and is interested in taking over. If both agree, this transition could be smooth. 

However, this is the best-case scenario. When owners discuss succession planning with family, they should consider:

  • Does the family member want to take over?
  • Do they have the skills to succeed?
  • Will they be ready to take over when the owner retires?
  • Do they share the owner’s vision?
  • Do they have the money to buy the business?

Employee Buyout 

For employee or management buyouts, start succession planning early. Delaying could lead to rushed decisions or selling at a lower price if you become ill or unable to work in the business. Succession planning takes time, so don’t wait too long. When preparing an employee to take over:

  • Enhance their Knowledge: Identify areas they need to learn and create a timetable for training, including secondments, courses, and mentoring.
  • Make a Team: Ensure the management team fits well with the new owner and complements each other’s skills.
  • Outline Processes: Document major business processes to ease the transition and increase the successor’s chances of success.
  • Facilitate Financing: Discuss financing options with your accountant, bank, and financial planner to develop a clear plan for the buyout.

Third-Party Acquisition

Many prefer selling to a family member or employee, but sometimes, selling to a third party is the best choice. Your accountant, financial planner, and business broker can help find potential buyers. A Chartered Business Valuator can assess your business’s value. To attract buyers and increase market value:

  • Good Bookkeeping: Well-kept records are necessary. Consider hiring a CPA to organize your books for potential buyers.
  • Improve Cash Flow: Improve cash flow to make your company more appealing to buyers.
  • Invest in Your Company: Up-to-date facilities and equipment make your business more attractive. Neglecting maintenance can deter potential buyers.

Strategic Business Succession Planning Strategies

For an effective business succession planning, here are key strategies to consider: 

  1. Start Early. Encourage clients to initiate succession planning to ensure a smooth transition. Early planning allows for thorough evaluation, representation agreements, identification of potential successors, and the implementation of necessary strategies.
  2. Identify Key Stakeholders. Determine who will be involved in the succession process. This includes family members, key employees, and external advisors such as lawyers and financial experts.
  3. Define the Objectives. Clearly outline the succession plan’s goals and objectives. Consider factors such as preserving family harmony, maintaining business continuity, and maximizing financial returns.
  4. Assess Business Value. Conduct a comprehensive business valuation to determine its worth accurately. This valuation serves as a basis for negotiations and helps establish fair terms for transferring ownership.
  5. Develop Leadership Talent. Invest in developing potential successors by providing training, mentorship, and leadership development programs. This ensures a capable and prepared next-generation leadership team.
  6. Establish Legal Structures. Work with a wills and estates lawyer to establish appropriate legal structures such as trusts, wills, and partnership agreements to facilitate the transfer of ownership and management control.
  7. Communicate Effectively. Foster open and transparent communication among family members and stakeholders regarding the succession plan. Address concerns and expectations upfront to minimize conflicts and promote consensus.

Are there Failed Transactions? 

A study on succession planning and strategies in family businesses provides valuable insights into the reasons for failed transactions:


  • Lack of Communication. Open and honest discussions about the future of the business are necessary.
  • Unrealistic Expectations. Family dynamics and individual goals must be considered when planning.
  • Poorly Defined Roles and Responsibilities. A clear chain of command and defined roles prevent confusion and conflict.
  • Inadequate Financial Planning. Proper financial planning ensures the business transition doesn’t create financial strain.
  • Lack of Preparation. Many failed transactions stemmed from inadequate preparation and planning, highlighting the importance of early and thorough succession planning.
  • External Factors. External factors such as market changes, regulatory challenges, and economic instability also contributed to failed transactions. Flexibility and adaptability are key in navigating such uncertainties. 

How can a Wills & Estates Lawyer Help in Estate Administration? 

If you’re considering business succession planning but don’t know where to begin, reliable estate planning lawyers can guide you to ensure a comprehensive plan is in place when you decide to step away from your enterprise. An estate planning lawyer can assist in:

  • Identifying your retirement goals.
  • Devising an effective exit strategy.
  • Navigating the complexities of succession planning.

This means preparing for someone new to take over, figuring out the business’s worth, and dealing with any disagreements that might pop up. Once a plan for passing on the business is made, it’s important for the owner to keep it updated and to let everyone know about the plans for change early on.  


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Plan Your Business’s Future Ahead 

Planning ahead is key to the lasting success of family businesses. By being proactive, choosing the right people to take over, and solving problems early, business owners can ensure their businesses stay strong and their legacies continue. 

Talk to a wills and estates lawyer at Sidhu Legal for more help on business law, estate services, and personal planning. We assist clients who need an estate plan and learn estate litigation and real estate law. Let’s discuss your family’s future by building a strategy for your estate planning needs. 

NG Sidhu also offers legal services. We obtain court approval, provide advice on wills variation claims, and provide guidance on probate fees for clients.

Frequently Asked Questions

What happens if the chosen successor decides not to take over?

A backup plan is important if the chosen successor doesn’t want to take over the business. This might mean picking a different successor from the family or finding someone outside the family who is a good fit. 

Update the plan for passing on the business, discuss things with the family and key workers, and consider what the business needs going forward. Keeping everyone informed and getting advice from a lawyer can help make this change go smoothly and keep the business working.

What legal documents are needed for succession planning?

Legal documents are commonly needed for succession planning to ensure a smooth and effective transition. These include:

  • Will. Outlines how personal assets, including business interests, should be distributed upon death.
  • Trust Documents. This can be used to manage how business assets are passed on, potentially reducing taxes, providing for minor beneficiaries, or managing assets for family members who might not be directly involved in the business.
  • Buy-Sell Agreement. Details how a business owner’s interest in the company can be bought out by other partners or the business itself upon certain events like death, disability, or retirement.
  • Power of Attorney. Grants someone the authority to make business decisions if the owner is unable to do so, ensuring business continuity.
  • Succession Plan. Although not a legal document, a formal succession plan outlines the strategy for transferring ownership and management responsibilities. Legal agreements should support this plan.
  • Shareholders’ Agreement. This document outlines how shares can be transferred, how disputes will be resolved, and what happens in the event of an owner’s death or departure from the business for businesses with multiple owners.
  • Life Insurance Policies. Can provide liquidity for estate taxes or buy-sell agreements, ensuring the business or beneficiaries have the funds necessary to maintain operations or buy out the deceased owner’s share.
  • Employment Contracts. These contracts detail potential successors or key employees’ roles, responsibilities, and compensation to ensure stability.

How do we handle multiple potential successors in a family business?

Handling multiple potential successors in a family business involves:

  1. Evaluate each person’s skills and interests to determine who’s best for leading.
  2. Talk openly about everyone’s expectations for the business’s future.
  3. Set clear selection criteria based on abilities and commitment.
  4. Consider various roles for different family members. Build comprehensive strategies to cater everyone’s strengths.
  5. Develop a training plan for potential successors to gain experience.
  6. Get advice from external advisors to provide impartial insights.
  7. Try out leadership roles temporarily to assess suitability.
  8. Use legal agreements to formalize succession terms.
  9. Plan for those not directly involved in the business with other forms of inheritance.
  10. Regularly update the succession plan as the family and business evolve.
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